Interviewing is Not One-Sided



As a job-seeker, making it to the interview stage for a potential career opportunity is serious business.  This is your opportunity to feel out the company, the hiring manager, and the role in a more intimate fashion. 

The interview will either get you even more excited about the opportunity, or it could give you further clarity on whether or not it's an opportunity or a company you will be successful or happy working for in the future.

As a recruiter, I take the interviewing process seriously - all the way down to the smallest details.  From providing full transparency of expectations throughout the process to offering a drink upon arrival - everything matters.

Although the interview is a necessary part of the recruiting and selection process, I also believe it is important to remember that the interview is not a one-sided process on the behalf of the organization. 

From the time a candidate speaks to the recruiter to the time an offer is extended - each part of the process impacts whether or not the candidate experience is amazing or not.  It's a two-way street where the candidate is evaluating the organization and the people just as much as we are evaluating them.

For my fellow recruiters and hiring managers, here are three key elements to ensuring your candidates have the best two-way interview process possible.

Take the time to explain the interview process to the candidate.  Communication is key throughout the entire candidate experience.  Take the time to explain how the interview and selection process works for your company. 

  1. How many interviews can they expect? 
  2. Who will they be interviewing with throughout the process? 
  3. What are the expectations from beginning to end?
  4. What's unique about your process so the candidate won't be surprised?

The more information you can provide your candidate before, during, and after the interview process - the better their experience will be.  When candidates know what to expect, the process is smoother.  When candidates don't know what to expect or are thrown for a loop in the process, that's when things can go south.

Treat your candidate as if you owned a hotel, and they were your guest for the day.  Take the time to provide an interview schedule to your candidate with interview times, and full names/titles of the individuals they will be interviewing with at the organization.  Ensure you or a designated employee are available to meet the candidate upon arrival to the interview. 

Make them feel welcome.  Make them feel like you appreciate the fact that they are missing a day of work to attend the interview with your organization.  Show them you are excited they are there - exude passion about your company, the position, and their candidacy for the position.

Understand that the candidate is also interviewing YOU, the organization, and their potential co-workers.  The interview really is a two-way street.  Respect the fact that your candidate has taken time out of their day to be there for the interview.  Allow them to ask questions that will help in determining if your organization and the position are an amazing fit for them.

At the end of the day, a candidate will always remember the way they were treated - the way you and the organization made them feel throughout the interview process.  Even if they decide to move in a different direction or the organization decides to move forward with a different candidate - if their candidate experience is a positive one, it will only help build a solid reputation for the organization.

After all, a positive candidate experience + total transparency of expectations = repeat applicants, referrals, and most importantly organic growth.


Origianlly posted by Kristina Evans on LinkedIn



The SHRM Blog does not accept solicitation for guest posts.

Add new comment

Please enter the text you see in the image below: